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Integrity Testing, Drug Testing, and Graphology Integrity Testing, Drug Testing, and Graphology

Integrity Testing, Drug Testing, and Graphology - PowerPoint Presentation

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Integrity Testing, Drug Testing, and Graphology - PPT Presentation

Part 5 Predictors of Job Performance CHAPTER 14 Integrity Testing Why worry about employee dishonesty Pressure to remain costcompetitive in a global marketplace Wide differences in perceptions of the extent of employee theft ID: 298543

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Slide1

Integrity Testing, Drug Testing, and Graphology

Part 5

Predictors of Job Performance

CHAPTER

14Slide2

Integrity Testing

Why worry about employee dishonesty?

Pressure to remain cost-competitive in a global marketplace

Wide differences in perceptions of the extent of employee theft

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© 2008 Thomson/South-Western. All rights reserved.Slide3

Polygraph Testing

Polygraph (lie detector)

A machine that measures the physiological responses of an individual that accompany the verbal responses the individual makes to questioning by a polygraph operator.The physiological responses and the operator’s opinion are used to evaluate the individual’s truthfulness in responding to the questions.

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© 2008 Thomson/South-Western. All rights reserved.Slide4

Employee Polygraph Protection Act (1988)

Made it illegal in selection (with the exception of specific circumstances) to:

Directly or indirectly require, request, suggest, or cause any employee to take or submit to any lie detector test to render a diagnostic opinion about the honesty of an individual

Use, accept, refer to, or inquire about the results of any lie detector test of any job applicant or current employee

Discharge, discipline, discriminate against, or deny employment or promotion to (or threaten to take such adverse action against) any prospective or current employee who refuses, declines, or fails to take or submit to a lie detector test

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© 2008 Thomson/South-Western. All rights reserved.Slide5

Permissible Uses of the Polygraph

By Specific Employers

Private employers providing security services.

Manufacturers, distributors, or dispensers of controlled substances.

Federal, state, and local government employers.

Under Specific Testing Conditions

Workplace theft or other incident has occurred that resulted in an economic loss to the company.

Employee must have had access to the property that is the subject of the investigation.

“Reasonable suspicion” that the employee was involved in the incident.

Employee has been given specific written information about the incident being investigated and the reasons for the testing.

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© 2008 Thomson/South-Western. All rights reserved.Slide6

Limitations of Polygraph Testing

Influence of reactions other than guilt on examinee responses

Variations in the levels of examinee lability (autonomic threshold)Use of countermeasures by examinees

High frequencies of false positive and false negative test resultsCertification of examiner qualifications

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© 2008 Thomson/South-Western. All rights reserved.Slide7

Paper-and-Pencil Integrity Tests

Types of Integrity Tests

Overt integrity testsDirectly ask for information about attitudes toward theft and the occurrence of previous theft behaviors.

Personality-based measuresDo not ask about theft behaviors directly.Inventory traits linked to several related employee behaviors that are detrimental to the organization.

Social Implications of Integrity Test Results

Respondents’ view of integrity versus personality

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© 2008 Thomson/South-Western. All rights reserved.Slide8

Who Steals?

“Typical” Employee-Thief

is more tempted to steal

engages in many of the common rationalizations for theft

would punish thieves less

often thinks about theft-related activities

attributes more theft to others

shows more inter-thief loyalty

is more vulnerable to peer pressure to steal than is an honest employee.

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© 2008 Thomson/South-Western. All rights reserved.Slide9

Personality-Based Measures

Integrity Scale Assumptions

Employee theft is just one element in a larger syndrome of antisocial behavior or organizational delinquency.Common personality patterns can be identified through the use of personality inventories.

Scale items are not transparent which reduces fake responses by respondentsIndividuals are rejected due to their personality profile mismatch to successful employees rather than for failing an integrity test.

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© 2008 Thomson/South-Western. All rights reserved.Slide10

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© 2008 Thomson/South-Western. All rights reserved.

Primary Scales

Adjustment—Self-confidence, self-esteem, and composure under pressure

Ambition—Initiative, competitiveness, and the desire for leadership roles

Sociability—Extraversion, gregariousness, and a need for social interaction

Interpersonal Sensitivity—Warmth, charm, and the ability to maintain relationships

Prudence—Self-discipline, responsibility, and conscientiousness

Inquisitiveness—Imagination, curiosity, vision, and creative potential

Learning Approach—Enjoying learning, staying current on business and technical matters

Occupational Scales

Service Orientation—Being attentive, pleasant, and courteous to customers

Stress Tolerance—Being able to handle stress, being even-tempered and calm under fire

Reliability—Honesty, integrity, and positive organizational citizenship

Clerical Potential—Following directions, attending to detail, and communicating clearly

Sales Potential—Energy, social skills, and the ability to solve customers’ problems

Managerial Potential—Leadership ability, planning, and decision-making skills

SOURCE: Performance Programs, Inc. (http://www.performanceprograms.com).

TABLE 14.1 Scales of the Hogan Personality Inventory (HPI)Slide11

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© 2008 Thomson/South-Western. All rights reserved.

Job

Negative Behaviors

That Are Correlated

Positive Behaviors

That Are Correlated

Truck driver

Discharges from work

Grievances filed

Claims for equipment failure

Commendations

Psychiatric counselor

Supervisor’s ratings of performance

Hospital service worker

Times counseled for aberrant behavior

Rehabilitation therapist

Injuries sustained

Incidents reported to insurance fund

State dollars spent for treatment

Nuclear power plant worker

Supervisor’s ratings of attitude, accuracy, punctuality

Service operations dispatchers

Absences

Navy electronics students

Course time completion

Customer service representatives

Supervisor’s ratings of quality, teamwork, performance

Telemarketers

Sales performance

Sales lead generation

SOURCE: Based on Joyce Hogan and Robert Hogan, “How to Measure Employee Reliability,” in

Employee Testing: The Complete Resource Guide

(Washington, DC: Bureau of National Affairs, Inc., 1988).

TABLE 14.2 Criteria Measures Correlated with Employee Reliability IndexSlide12

Usefulness and Validity of Integrity Tests

Issues

Occurrence of false positivesSetting cutoff scores to avoid false negatives

Empirical validityProblems of measuring a criterion variableWhat the tests are measuring

Correlation with the Big Five personality dimensions

Correlation of overt and personality-based integrity tests

The magnitude of fakability by respondents

Distortion is measured at the group-level; however selection decisions and distortion occur at the individual-level.

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© 2008 Thomson/South-Western. All rights reserved.Slide13

Drug Testing

Issues in Drug Use Measurement

Distinctions related to use (levels and frequencies of consumption) and impairment (deterioration in performance)Drug use varies by:

OccupationGenderAge

Education

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© 2008 Thomson/South-Western. All rights reserved.Slide14

Types of Drug Tests

Paper-and-Pencil Tests

Resemble paper-and-pencil integrity testsLimited by prohibition on self-incrimination

Urine TestsRequire screening and confirmation testsResults are dependent on threshold level set

Hair Analysis

Requires screening and confirmation tests

Allows for longer detection periods

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© 2008 Thomson/South-Western. All rights reserved.Slide15

Types of Drug Tests (cont’d)

Fitness-for-Duty (Competency) Tests

Compares an individual’s response times and accuracy while operating a computer game to the individual’s previous scores on the game.

Oral Fluid TestOral swab taken from inside of individual’s mouth is analyzed for presence of drugs.

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© 2008 Thomson/South-Western. All rights reserved.Slide16

Accuracy of Chemical Tests

Issues

Detection of drug does not determine:Amount usedFrequency of use

Time passed since useImpairment of the individualReasonableness of threshold for detection

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© 2008 Thomson/South-Western. All rights reserved.Slide17

Legal Issues in Employment Drug Testing

Major legal questions about drug testing:

Testing represents an invasion of privacy.

Confidentially of test results is the principle concern.Testing constitutes an unreasonable search and seizure.

Nexus of testing and workplace problems is required.

Testing is a violation of due process.

Validity of results represents due process.

Drug users are protected under the Americans with Disabilities Act.

Former, but not active drug users, are covered by the ADA.

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© 2008 Thomson/South-Western. All rights reserved.Slide18

Legal Issues in Employment Drug Testing

Major legal questions about drug testing:

Testing may violate the Civil Rights Act.

If testing is job-related, it is permissible.Testing may violate the National Labor Relations Act.

Testing is a working condition that is subject to collective bargaining.

Employers generally cannot unilaterally institute testing.

Disciplinary actions resulting from testing are subject to arbitration.

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© 2008 Thomson/South-Western. All rights reserved.Slide19

Acceptance of Drug Testing Programs

Drug testing is accepted when:

An advance warning of the testing is givenRehabilitation rather than termination is when the presence of drugs is detected

There are fair detection procedures and explanation of resultsThere is a perceived need for testing.Either urinalysis or overt paper-and-pencil tests are used rather than a personality inventory.

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© 2008 Thomson/South-Western. All rights reserved.Slide20

Guidelines for Drug Testing Programs

Limit testing to positions that have major safety implications or a history of poor performance in specific areas linked to drug usage.

Use both screening and confirmatory tests.

Obtain written consent before testing and provide the test results afterward.

Test all individuals in the same job status.

Ensure that privacy is afforded to individuals being tested.

Include education, counseling, and assistance as part of the testing program.

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© 2008 Thomson/South-Western. All rights reserved.Slide21

Graphology

Graphology

The analysis of the handwriting of an individual in order to infer personality traits and behavioral tendencies.Graphologist

The individual who performs the analysis of handwriting features:Size of letters, slant, width, zones (top, middle, and bottom), regularity of letter formation, margin, pressure, stroke, line of letters (upward, straight, downward), connections of letters, form of connection, and word and line spacing.

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© 2008 Thomson/South-Western. All rights reserved.Slide22

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© 2008 Thomson/South-Western. All rights reserved.

FIGURE 14.1 Some Examples of Handwriting Features and Their InterpretationSlide23

Key Terms and Concepts

Integrity

Polygraph

Employee Polygraph Protection Act (1988)

Lability

Paper-and-pencil integrity tests

Overt integrity tests

Personality-based measures

Integrity scale

False positives

False negatives

Faking

Drug tests

Urine tests

Hair analysis

Fitness-for-duty tests

Oral fluid tests

Graphology

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© 2008 Thomson/South-Western. All rights reserved.